Aaron Green: Inclusion a collective responsibility as we celebrate International Day of People with Disability

Today we celebrate the International Day of People with Disability. It’s a reminder of why I do what I do, and why inclusion must be more than a slogan. Recently, I was humbled to be nominated for a National Disability Leadership Award. While I’m incredibly honoured, this recognition isn’t about me alone. It’s about the work, the people who inspire it, and the belief that leadership in the disability space can change lives – not just for those of us with disability, but for everyone. I live with a disability. That experience shapes how I see the world and how I approach my role in the Equity, Diversity, and Inclusion team at Murdoch University. It reminds me daily that accessibility isn’t a favour, it’s a right. And when organisations embrace that truth, they unlock innovation, empathy, and resilience. International Day of People with Disability is often framed as an awareness campaign. That’s important – awareness matters – but it’s not enough. Awareness without action risks becoming performative. Real inclusion demands structural change: accessible technology, flexible work arrangements, and policies that prioritise equity over convenience. In my work, I’ve seen what happens when inclusion is treated as a strategic priority rather than an afterthought. It transforms workplaces. It opens doors for talent that might otherwise be overlooked. And it sends a clear message to everyone: you belong here. That message is strongest when disability is visible in leadership. When people with disability step into leadership roles, it sends a powerful message that our lived experience, expertise, and empathy belong at the table. It also helps shift the outdated idea that leadership fits a single mould, demonstrating that ability is defined by vision, skill, and determination, not physical capacity. It’s also leadership that can affect change. Every policy decision focused on inclusion affects someone’s life in a meaningful way. For an employee with disability, an accessible workplace can transform their day-to-day experience from merely surviving to truly thriving in their role. For a student navigating higher education, inclusive practices can determine whether their learning experience is empowering or unnecessarily obstructive. I’ve seen the impact that improving accessibility has on fellow university colleagues. The relief when they realise they no longer need to fight for basic access, and the confidence that rises when barriers come down. Building our foundation upon universal accessibility isn’t just a theoretical principle; it has real, measurable outcomes that influence individuals, families, communities, and entire industries. This is the impact of inclusion, and this is why this work matters to me. That’s also why this nomination matters to me – not because it’s my name on the list, but because it signals progress. It says that voices like mine are being heard, and that leadership is becoming more inclusive. The responses to the changes we’ve made this year alone – things like supporting students to pilot sensory space on campus, launching the “Come as You Are” student and staff support network, and developing an EV transit system to improve access across a 227-hectare campus that is situated atop of a hill – have been immense. I am heartened by this progress. I will always wish it could come faster, but I feel like the snowball is picking up momentum as each barrier we remove allows more of our community to achieve their goals in higher education. While I’m proud of what we’ve achieved, inclusion is not something one person – or one organisation – can deliver alone. It’s a collective responsibility. Employers, educators, policymakers, and community leaders all have a role to play. We need to ask ourselves hard questions: Are our workplaces truly accessible? Do our recruitment practices welcome people with disability? Are we listening to voices that have been historically excluded? The answers will shape the future we build together, one that recognises the inherent dignity and potential of every individual. So today, I hope you can join me in celebrating achievements, but I also hope we can commit to the work that remains, because disability inclusion is not a one-day event. It’s an ongoing journey that requires courage, investment, and empathy. When we remove barriers for some, we expand opportunity for everyone. Aaron Green works in Equity, Diversity and Inclusion Strategic Projects at Murdoch University